Workplace investigations in Brazil
Structured review of reports involving harassment, discrimination, retaliation, conflicts of interest and policy breaches, with independence and documentation.
5,0 · 18 Google reviewsAn internal report requires a proportionate and impartial response. The objective is not to confirm a predetermined conclusion, but to preserve information, hear the necessary people, test accounts and provide management with findings, limitations and options for action.
Workstreams and issues in a Brazilian workplace investigation.
- Investigation planDefinition of allegations, scope, independence, responsible team members, preservation and work sequence.
- Documents and dataTargeted collection, access criteria, minimisation, chain of custody and coordination with technology.
- InterviewsPerson-specific outlines, consistent records, opportunity to clarify and respectful treatment.
- Harassment, discrimination and retaliationReview of alleged facts against policies, documents, context and applicable Brazilian rules.
- Conflicts and policy breachesGifts, interests, use of resources, leadership conduct and internal-policy violations.
- Report and next stepsCorroborated or uncorroborated facts, limitations, risk and options for company decision.
An investigation should not begin with its outcome already decided.
Scope starts from concrete allegations and may be adjusted when connected facts emerge. Participants should understand the purpose of the interview, the limits of confidentiality and the need to preserve documents and avoid retaliation.
Access to e-mail, messages, recordings and personal data should consider policies, privacy expectations, proportionality, the LGPD and the responsible internal teams. Technical ability to access data does not, by itself, resolve whether the use is legally appropriate.
This page covers the conduct of internal workplace investigations. Defence of employment claims, general audits and policy drafting remain under separate pages and scopes.
How we run the work.
- Triage and conflictsWe assess urgency, independence, preservation and potential conflicts affecting who conducts the work.
- Plan and protocolWe record allegations, sources, interviews, sequence, data treatment and reporting line.
- Collection and interviewsWe review documents and interview relevant people using a consistent method.
- Analysis and factual responseWe test accounts, seek corroboration and allow clarification of material points.
- Report and decisionWe present facts, limitations and options; the company decides measures with legal support.
What to bring to the first conversation.
Documents that speed up the review
You do not need everything organised before speaking to us. These items help define scope and priorities.
- Report or whistleblowing record
- Policies and code of conduct
- Organisation chart and reporting lines
- Preserved messages and documents
- History of related measures
- Initial list of participants
- System-access rules
- Information on retaliation risk
Informational content under Brazilian Bar Association Rule 205/2021. Engagement is subject to case review and a written proposal; no outcome is promised.
What clients say on Google.
“From the very start I was looked after exceptionally. The team is attentive and explains every step.”
Amanda M. · Google“Excellent, highly qualified professionals. I highlight the professionalism, the service and the honesty.”
Rita G. · Google“Very polite, patient, always with precise, accurate answers. I recommend them with no reservations!”
Thais T. · GoogleReal client reviews published on Google.
Who leads this area.
Partner in charge of the corporate practice (OAB/SP 344.334). Postgraduate in Business Law (FGV), advising on the drafting and negotiation of commercial contracts, corporate matters, trademarks and data protection. Member of AASP and of the AIPLA. Fluent in English.
Meet Renato FalchetWhen other services may be needed.
Employment claims and general preventive advice remain within the employer practice. An internal investigation has its own defined scope.
Common questions.
Does every report require a formal investigation?
Not necessarily. Triage considers seriousness, specificity, risk, preservation possibilities and whether another process is appropriate. The decision and its rationale should be recorded.
Who should conduct the investigation?
It depends on the subject and people involved. Selection should consider independence, competence, conflicts, the need for Brazilian legal knowledge and trust in the process.
Are interviews confidential?
Information should circulate on a need-to-know basis, but absolute confidentiality cannot always be promised. Interviewees should receive a clear explanation of use, records and limits.
Can the company access e-mails and messages?
Access requires review of policies, device or account ownership, privacy expectations, proportionality, the LGPD and purpose. Each source should be assessed before collection.
Does the report decide who is guilty?
The legal report organises allegations, evidence, corroboration, inconsistencies and limitations under the defined standard. The company’s decision and any measures should consider that material and applicable Brazilian law.
How can retaliation risk be reduced?
The company should communicate the prohibition, limit exposure, record decisions and monitor changes affecting reporters, witnesses and participants. Signs of retaliation require a prompt response.
Has your company received a sensitive workplace report in Brazil?
Tell us the issue, the people involved and any immediate risk. We assess preservation, independence and the appropriate scope.